told the story of Nathan Mort, an employee of Gordon Food Service who tracks warranty claims and has a high-functioning form of autism. The article noted that the number of people with disabilities entering the workforce is rising — good news for the economy, for people with disabilities, and for employers.on the advantages that people with disabilities can offer employers, too many companies hold themselves back when it comes to hiring people with disabilities.
with providing technology or other tools, it’s usually less than $500 and there are tax incentives available to help. At Microsoft, managers realized that people with autism weren’t getting hired despite clearly having the required knowledge and intellect. As Jenny Lay-Flurrie, the company’s chief accessibility officer, told us, “We discovered that the problem was the interview process, so we did away with that process entirely for candidates with autism.” Microsoft instead began working with a local autism-support organization to bring in candidates for a different type of evaluation process.
Camille Chang Gilmore, a vice president of HR at Boston Scientific, says the diversity and inclusion team at her company introduces new joiners to nine employee resource groups , including one focused on empowering persons with disabilities, within their first 30 days on the job. “We strongly encourage new joiners to become engaged with those groups, whether or not they themselves need the particular resources being offered,” she said.
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